"I've always wondered how companies get away with charging for user conferences. At one vendor I worked, their blow-out cost their members, who were paying an average of around 750k/year for access to their services, $1200 a person to attend,…"

"I attended a similar event and they almost didn't let me in because we ARE an agency recruiter! They actually pulled me aside when I was in the check in line, because the word 'Staffing' is in our company name. They said…"

"Hi David, I've used a product called Maxhire (bought now by Bullhorn) and it was pretty amazing. I've moved on from my company and find myself remembering all the cool things and efficient automation Maxhire would do (I worked in a…"

"Oh my gosh. I mirror your frustrations! Sharing is the main concern for me, why remove the updates section off profile? I get these requests from colleagues etc saying, "please share my update" How? I can never find them…"

This year was the first I was fortunate enough to attend Linkedin's Talent Connect last week in Sydney (Last year I requested to go along as all my peers were invited, but as I was in agency at the time they told me the content would not be 'relevant' to an agency recruiter...)Luckily for me I got to see a few friends and network a little, but the rest of the time was pretty ehhh. I learned more (not really) about using a product my company has already bought. I was perplexed to see members of…See More

"Love your post.
We can find people on more mediums these days than ever before in recruitment history, and as a result people are losing the art of a personalised approach. We have so much information on each person we email / inmail…"

"Thanks, Sarah. I've found it useful to send out a written notice of the acceptance oft a verbal offer with an expiration date.; i.e., politely and professionally saying:
"You've already verbally accepted- you have this…"

You know the story. You find a great candidate, they tell you how keen they are to join your company, you organise interviews and start the hiring process; the manager likes them so much they go out on a limb to get an offer to them... the candidate verbally accepts; and then... silence. You can't reach the candidate, they don't respond to your messages and the joining date is rapidly approachingThe exact circumstance can differ by varying aspects (permanent / contract / immediately available…See More

"Yes - Passion is of course a big one @ Patricia and big picture view - or rather a really good ability (can be learned) to match candidates to roles is paramount to long term success in this business @Linda
The list is endless, but for me I…"

"LOVE your list! I'll add to that....the ability to see the big picture. To be able to really discern if the candidate solves the clients problem, or if they just meet the 'job requirements'. This is a HUGE gap I…"

"I strongly believe they need to have passion, both for the company they recruit for and for the profession itself. Without it, they just go through the motions and it's picked up by any candidate they talk to."

I was fortunate enough to attend @BillBoorman 's #TruAustralia event in Sydney last week, and one of the tracks centered around the qualities we believe make a great recruiter.The usual superlatives came up but a common theme was tenacity and or resilience. In the end we agreed that these were two separate qualities; both important to the core elements we saw in other successful recruiters. It got me thinking, what would I request next time I order a perfect recruiter?Curiosity ( As a…See More

I was fortunate enough to attend @BillBoorman 's #TruAustralia event in Sydney last week, and one of the tracks centered around the qualities we believe make a great recruiter.The usual superlatives came up but a common theme was tenacity and or resilience. In the end we agreed that these were two separate qualities; both important to the core elements we saw in other successful recruiters. It got me thinking, what would I request next time I order a perfect recruiter?Curiosity ( As a…See More

Sarah Calverley's Blog

You know the story. You find a great candidate, they tell you how keen they are to join your company, you organise interviews and start the hiring process; the manager likes them so much they go out on a limb to get an offer to them... the candidate verbally accepts; and then... silence. You can't reach the candidate, they don't respond to your messages and the joining date is rapidly approaching

I was fortunate enough to attend @BillBoorman 's #TruAustralia event in Sydney last week, and one of the tracks centered around the qualities we believe make a great recruiter.

The usual superlatives came up but a common theme was tenacity and or resilience. In the end we agreed that these were two separate qualities; both important to the core elements we saw in other successful recruiters.

I recently joined a Global RPO solution onsite at an investment bank. Making the leap from agency, especially as an established consultant where I managed to build an innovative sourcing desk servicing an entire business; into a new position and environment was a huge risk for me.

In the last 3 years I have become obsessively interested in social recruiting, and using social media for public relations, talent attraction and certainly passive talent sourcing. I'm sure that any recruiter in Sydney by now has a 'cheat sheet' on their desk with a reliable and changeable search string right? It's an unavoidable subject and I so love hearing from rookies to experienced…